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<p>This study examines labor market disparities across gender identities in Canada using data from the 2021 Canadian Census, the first national census to identify transgender and nonbinary individuals. We analyze employment probabilities and hourly wages among six gender groups: cisgender men, cisgender women, transgender men, transgender women, and nonbinary individuals assigned male or female at birth. Transgender and nonbinary individuals are 8–14% points less likely to be employed than cisgender men and earn 20–30% lower hourly wages on average. After adjusting for demographic, occupational, and industrial characteristics, earnings gaps remain substantial, approximately 8–17%, and are largest for nonbinary individuals assigned female at birth. Subgroup analyses reveal pronounced heterogeneity across occupations: wage gaps are smallest in health-related fields but largest in management and leadership positions, where gender minorities are also underrepresented. Transgender men fare relatively better in male-dominated fields such as trades and manufacturing, while nonbinary individuals show higher representation in arts and education. Oaxaca–Blinder decompositions indicate that about one-quarter to one-half of the overall wage gap is explained by differences in observable characteristics, with the remainder unexplained. The findings document persistent and uneven economic disadvantages for gender-diverse populations and highlight occupational contexts where barriers to inclusion are most pronounced.</p>

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Beyond the gender binary: wage inequality and occupational segregation among transgender and nonbinary workers

  • 期刊论文

  • 发表日期：

    2026年5月26日

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  • Yihong Bai,
  • Antony Chum,
  • Qian Liu

摘要

This study examines labor market disparities across gender identities in Canada using data from the 2021 Canadian Census, the first national census to identify transgender and nonbinary individuals. We analyze employment probabilities and hourly wages among six gender groups: cisgender men, cisgender women, transgender men, transgender women, and nonbinary individuals assigned male or female at birth. Transgender and nonbinary individuals are 8–14% points less likely to be employed than cisgender men and earn 20–30% lower hourly wages on average. After adjusting for demographic, occupational, and industrial characteristics, earnings gaps remain substantial, approximately 8–17%, and are largest for nonbinary individuals assigned female at birth. Subgroup analyses reveal pronounced heterogeneity across occupations: wage gaps are smallest in health-related fields but largest in management and leadership positions, where gender minorities are also underrepresented. Transgender men fare relatively better in male-dominated fields such as trades and manufacturing, while nonbinary individuals show higher representation in arts and education. Oaxaca–Blinder decompositions indicate that about one-quarter to one-half of the overall wage gap is explained by differences in observable characteristics, with the remainder unexplained. The findings document persistent and uneven economic disadvantages for gender-diverse populations and highlight occupational contexts where barriers to inclusion are most pronounced.